LennorHive Review
LennorHive is a Filipino-owned and operated Employer of Record founded in 2019 in Taguig City, Philippines. Managing DOLE, SSS, PhilHealth, Pag-IBIG, and BIR compliance directly, it offers 24–72 hour onboarding with no lock-in period — covering EOR, equipment procurement, office space in Manila/Cebu/Davao, HMO healthcare, and AEP/9(g) visa processing. Philippines only.
Countries
Companies
Per Employee/Month
Setup Time
Provider Highlights
Advantages
- Filipino-owned direct entity — manages DOLE, SSS, PhilHealth, Pag-IBIG, and BIR directly; no partner network intermediary; locally owned and operated Philippines compliance
- Broadest Philippines-specific service stack in this series — EOR + equipment procurement + office space + HMO + AEP/9(g) visa + recruitment + annual salary reviews; de facto full Philippines market entry operations partner
- 24–72 hour onboarding, no lock-in, scale from 1 to 100+ — the most accessible commercial model for startups making their first Philippine hire
- AEP and 9(g) visa processing for expatriate specialists — Philippines-specific immigration capability integrated into the EOR service; no other provider in this series documents this as a standard EOR component
- Annual salary review system documented (4–10% standard, 12-month cycle, client-controlled) — the only provider in this series to explicitly document Philippine salary lifecycle management norms
Limitations
- Zero verified third-party client reviews — Clutch explicitly shows 0 reviews; no G2 score; no Trustpilot; the only website testimonial (Jamie Wilson, Founder) has no company name or verifiable details; the most significant review gap in this entire audit series
- Philippines-only EOR scope — any company needing EOR beyond the Philippines must use a separate provider; AYP Group (15 APAC markets), Procloz (Australia, NZ, Singapore, PH, India), and Gloroots (140+) provide broader coverage
- No published pricing — "Transparent Pricing" homepage claim contradicts zero published figures; flat fee structure referenced but amount unknown
- 11–50 employee team creates capacity risk for high-volume enterprise accounts; no SOC 2 or ISO 27001 confirmed; no HRIS integrations documented; no mobile app
- One negative Indeed employee review ("Inconsiderate and not pro people") — single data point but directly relevant for a company positioning around "Employment With Dignity"
Platform Features & Capabilities
Philippines EOR — Direct Entity, DOLE to BIR
LennorHive operates as the direct legal employer for Filipino workers, managing all Philippine government compliance obligations: DOLE registration and compliance with the Labor Code of the Philippines; SSS (Social Security System) contributions — updated to 15% of Monthly Salary Credit as of 2025, with LennorHive proactively tracking legislative changes; PhilHealth mandatory health insurance contributions; Pag-IBIG housing fund contributions; BIR income tax withholding and annual filing; 13th month pay management (statutory requirement, equivalent to one month's salary before December 24 annually). The 24–72 hour onboarding claim covers contract signing, government registration, payroll activation, and benefits enrollment within this window. No lock-in period. Annual salary review managed by LennorHive with client authority over the standard 4–10% annual increase range. Nationwide coverage: Manila, Cebu, and Davao as explicitly confirmed cities.
Equipment, Office Space and HMO — Full Market Entry Stack
LennorHive's most distinctive capability relative to general-purpose EOR platforms is the bundling of physical operational infrastructure alongside payroll compliance. Equipment procurement: laptop and peripheral sourcing, setup, and delivery for remote or hybrid Filipino employees — eliminating the complexity of international hardware shipping for clients hiring their first Philippine team member. Office space: coworking and private office space negotiation through Lennor Group's partner network in Manila, Cebu, and Davao — relevant for companies building hybrid or in-office Philippine teams rather than purely remote operations. HMO benefits: premium Health Maintenance Organisation coverage for employees — private HMO is the most valued employee benefit in the Philippine IT/professional market, significantly more valued than the statutory PhilHealth coverage. These three services convert LennorHive from a payroll-compliance-only EOR into a full Philippines market entry operations partner.
AEP and 9(g) Visa Processing
LennorHive processes the two primary work authorisations for foreign nationals in the Philippines: the Alien Employment Permit (AEP) from DOLE, required for any non-Filipino employee working in the Philippines; and the 9(g) working visa (Pre-arranged Employee Visa) from the Bureau of Immigration, required for non-ASEAN foreign nationals employed in the Philippines. These are complex, multi-agency processes with DOLE and the Bureau of Immigration coordinating on approval. LennorHive's documentation of this service as a standard EOR component is the most Philippines-specific immigration credential in this audit series, and directly relevant for companies assigning expatriate specialists to Philippine operations alongside their local Filipino team.
Recruitment Services — Filipino Talent Sourcing
LennorHive offers recruitment services alongside EOR, with "global sourcing" claims but Philippines placement as the confirmed delivery market. The company references "our own database of highly skilled Professionals in the Philippines" — suggesting an internal candidate management system for roles in customer success, digital marketing, software development, operations, and other Philippines-ready functions. The recruitment-to-EOR integration means a company can source, screen, and employ a Filipino professional through a single relationship without managing a separate recruiter, EOR, and payroll vendor. The 24–72 hour onboarding claim applies to the EOR activation stage once a candidate has been selected.
What Users say
Zero Verified Client Reviews — The Primary Credibility Gap
LennorHive has the most significant peer review gap of any provider in this audit series. Clutch explicitly shows 0 client reviews with an active invitation to submit them. G2 has an alternatives page for LennorHive but no confirmed verified review count or score. No Trustpilot profile exists. The only client-facing testimonial on the website is from "Jamie Wilson, Founder" — with no company name, no industry, no verifiable details, and no independently confirmable outcome. For a company operating since 2019 and claiming to work with "startups to large multinational corporations," zero submitted reviews on any platform after 5+ years of operation is unusual and warrants explanation in the discovery call.
The Only Testimonial — Jamie Wilson
The sole website testimonial from Jamie Wilson, Founder, provides two useful signals: (1) "flat fee structure" confirms a flat-per-employee pricing model (not percentage of salary), which is the preferred model for budget-predictability; and (2) "onboarding a breeze" and "always there to answer questions" validate the 24–72 hour onboarding claim and dedicated representative support model. However, without a company name, industry, headcount, or verifiable outcome, this testimonial cannot be independently validated. Request 3+ direct reference calls during the discovery process.
Internal Culture Signal
An Indeed employee review comments "Inconsiderate and not pro people" — a single data point but directly relevant for a company whose brand pillars include "Employment With Dignity" and "people-first approach." Internal culture quality in a small (11–50 person) team directly affects client-facing service quality, particularly when the EOR model involves dedicated representatives managing personal employment relationships for Filipino workers. One review is statistically insufficient to conclude systemic failure, but the tension with the brand positioning warrants a direct question during discovery about team culture and employee satisfaction.
Lennor Group Corporate Relationship
The Calendly scheduling link on the LennorHive website points to Lennorgroup@lennorgroup.com — suggesting a corporate relationship between LennorHive and a broader Lennor Group entity. The nature of this relationship (parent company, sister company, same entity different brand) is not publicly documented on the website. Buyers should clarify this relationship during discovery — particularly to confirm which entity acts as the legal EOR employer, holds DOLE registration, and carries contractual liability.
OUR TAKE
Is LennorHive the Right EOR for You?
LennorHive earns its strongest recommendation for one specific buyer profile: a startup or growth-stage company wanting to hire its first one to five Filipino remote professionals — in customer success, digital marketing, software development, or operations — without committing to a long-term EOR contract or paying global platform premiums. The equipment procurement and office space add-ons are the most unusual and commercially valuable differentiators for companies building hybrid or in-office Philippine teams. Discovery call checklist: request the specific flat monthly fee per employee; ask for 3 client references at different headcount levels (1, 5–10, 20+); confirm the HMO provider network; ask for SOC 2 or equivalent data security documentation; clarify the corporate relationship between LennorHive and Lennor Group (the Calendly booking goes to Lennorgroup@lennorgroup.com); and verify team capacity for managing simultaneous high-volume engagements before signing a large contract. Use our free comparison tool for alternative Philippines EOR options.
Best For
Philippines EOR No Lock In
Companies hiring in the Philippines with no lock-in contracts or minimum commitment.
Equipment Office HMO Visa Philippines
Businesses needing bundled equipment, office, HMO, and visa services in the Philippines.
First Philippine Hire Startup
Startups making their very first Philippine hire with full onboarding support.
DOLE SSS PhilHealth Pag-IBIG BIR
Companies ensuring DOLE, SSS, PhilHealth, Pag-IBIG, and BIR compliance in the Philippines.
ALTERNATIVES
How it compares
LennorHive vs AYP Group (for Philippines)
AYP Group covers 14 APAC markets including the Philippines at $488/month with owned entities, 17 years of history, JuzTalent HRIS (500K employees), Google 4.8/5, and crypto payments. LennorHive covers the Philippines only with equipment procurement, office space, HMO, and AEP/9(g) visa services — at undisclosed pricing. AYP Group wins on APAC breadth, pricing transparency, institutional track record, review validation, and JuzTalent HRIS scale. LennorHive wins on Philippines-specific service depth (equipment, office, visa), no-lock-in commercial model, and Filipino-owned local entity positioning. For multi-country APAC EOR including the Philippines with pricing transparency, AYP Group. For Philippines-first EOR with full market entry stack and no lock-in, LennorHive.
Compare LennorHive vs AYP Group →
LennorHive vs Procloz (for Philippines)
Procloz covers APAC EOR including Philippines, India, Australia, Singapore, NZ, and Bangladesh with a Social Impact NGO vertical and Global South identity — at undisclosed pricing. LennorHive covers Philippines only with equipment procurement, office space, HMO, and AEP/9(g) visa services and no-lock-in model. Procloz wins on APAC breadth, NGO sector specialisation, and mission-aligned positioning. LennorHive wins on Philippines-specific service depth (equipment, office, visa), no-lock-in model, and the broadest Philippines operational stack in this series. For NGO APAC EOR including Philippines, Procloz. For Philippines market entry with equipment, office, HMO, and visa under one relationship, LennorHive.
Compare LennorHive vs Procloz →
LennorHive vs RecruitGo (for Philippines)
RecruitGo covers approximately 15 SEA and LATAM markets including the Philippines with the Remote Hub model, G2 4.9/5, and EOR below $500/month. LennorHive covers Philippines only with equipment procurement, office space, HMO, and AEP/9(g) visa services and no-lock-in. RecruitGo wins on review validation (G2 4.9/5), broader SEA coverage, Remote Hub physical infrastructure, and developer recruitment capability. LennorHive wins on Philippines-specific service breadth (equipment, office, HMO, visa), no-lock-in model, and Filipino-owned entity positioning. For validated SEA EOR including Philippines with G2 reviews, RecruitGo. For Philippines market entry with the broadest operational support stack, LennorHive.
Compare LennorHive vs RecruitGo →
LennorHive vs Gloroots (for Philippines)
Gloroots covers 140+ countries at $299/month with SOC 2, crypto, ESOP, 24/7 support, and self-serve sign-up — including the Philippines. LennorHive covers Philippines only with equipment, office, HMO, and visa services at undisclosed pricing. Gloroots wins on global coverage, price, SOC 2, ESOP, self-serve accessibility, and review validation. LennorHive wins on Philippines-specific service depth (equipment, office, HMO, visa), Filipino-owned entity, AEP/9(g) visa processing, and no-lock-in model. For global EOR including Philippines with published pricing and SOC 2, Gloroots. For Philippines-specific market entry with the broadest operational support, LennorHive.
Custom Pricing — Flat Fee Structure Referenced, No Published Rate
LennorHive publishes no pricing. The only pricing signal is a website testimonial referencing a 'flat fee structure' — the amount is not disclosed. All services require a Calendly consultation. The homepage claims 'Transparent Pricing. No hidden charges. No Surprises' — but no published figure exists. Philippines EOR market context: AYP Group covers the Philippines as part of its APAC EOR from $488/month; Procloz covers Philippines EOR at an undisclosed rate below $500/month. Request during discovery: the specific flat monthly fee per employee; whether equipment, office, and HMO costs are passed through at cost or marked up; AEP/visa service fees separately from government fees; and whether the fee varies by employee seniority or salary level.
Pricing Breakdown
Base Monthly Fee (Per employee, per month)
Setup Fee (One-time, varies by country)
Termination Fee (Covers statutory costs)
Volume Discounts (Available for 10+ employees)
Countries where it operates
Latest news & updates
2025 — SSS Contribution Rate Update to 15%
LennorHive published a dedicated blog post tracking the 2025 SSS (Social Security System) contribution rate update to 15% of Monthly Salary Credit — confirming proactive compliance monitoring and payroll system updates to reflect Philippine government contribution rate changes. This is operationally significant: Philippine payroll providers must update contribution tables when SSS rates change, and LennorHive's proactive documentation of this update confirms active regulatory tracking rather than passive compliance.
Ongoing — Philippine Market Expansion in Progress
LennorHive's FAQ states "we are already working on expanding our country coverage" — indicating planned EOR expansion beyond the Philippines. No specific markets, timelines, or partnership structures have been publicly announced. Buyers evaluating LennorHive for current Philippines-only needs should not rely on this expansion for any imminent multi-country hiring requirements.
Frequently asked questions
Questions about the EOR Provider.
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How much does LennorHive EOR cost?
LennorHive publishes no pricing. A website testimonial references a "flat fee structure" but no amount is disclosed. The homepage claims "Transparent Pricing. No hidden charges. No Surprises." Request during discovery: the specific flat monthly fee per employee, whether equipment and HMO costs are passed through or marked up, AEP/visa service fees separately from government filing fees, and the minimum headcount requirement if any.
Is LennorHive Philippines-only?
Yes. LennorHive's FAQ explicitly states: "We currently only offer our Employer of Record (EOR) services in the Philippines, where we can legally hire your employees on your behalf. We are already working on expanding our country coverage." Any company needing EOR outside the Philippines must use a separate provider for those markets.
What is the relationship between LennorHive and Lennor Group?
The LennorHive website's Calendly scheduling link points to Lennorgroup@lennorgroup.com, suggesting a corporate relationship between LennorHive and a broader Lennor Group entity. This relationship is not publicly documented on the website. Clarify during discovery: which entity acts as the legal EOR employer, which entity holds DOLE registration, and which entity carries contractual liability under the MSA.
Does LennorHive handle AEP and work visa applications?
Yes. LennorHive documents AEP (Alien Employment Permit from DOLE) and 9(g) working visa (from the Bureau of Immigration) processing as standard services for foreign nationals employed in the Philippines. This covers the two primary work authorisations required for non-Filipino employees, managed alongside the broader EOR employment relationship.
Can LennorHive source Filipino candidates as well as employ them?
Yes. LennorHive offers recruitment services alongside EOR, drawing on their internal database of Filipino professionals. The combination of talent sourcing and EOR employment under one relationship eliminates the need to manage a separate recruiter and EOR vendor. Confirm the specific roles and industries LennorHive's database is strongest in during discovery.
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Switching to or from LennorHive?
Switching to LennorHive
LennorHive onboards new clients through a Calendly-based consultation (note: booking goes to Lennorgroup@lennorgroup.com — clarify the corporate relationship before signing). The 24–72 hour onboarding timeline covers: employment contract generation, government registrations (SSS, PhilHealth, Pag-IBIG, BIR), payroll activation, HMO enrollment, and equipment delivery (if applicable). For companies migrating existing Filipino employees from another EOR, coordinate the statutory employer transfer with LennorHive — SSS, PhilHealth, and Pag-IBIG accounts are registered to the employee but the employer registration must transfer to LennorHive's entity. 13th month pay accruals for the current calendar year should be transferred or reconciled at the migration date to avoid double-payment or underpayment disputes.
Switching away from LennorHive
When transitioning away from LennorHive, request full data exports: payroll records per employee, SSS/PhilHealth/Pag-IBIG contribution records, BIR withholding tax records, 13th month pay accrual documentation, AEP/visa records for any expatriate employees, and equipment asset records (for procurement-managed hardware). Confirm the notice period under the MSA. For 13th month pay specifically, the accrual belongs to the employee regardless of the employer entity — confirm the pro-rated amount at the date of employer transfer with the receiving EOR provider before the payroll cutover.
Questions to ask before switching any Philippines EOR
Before switching Philippines EOR providers, confirm: Is the new provider a Filipino-registered entity with direct SSS/PhilHealth/Pag-IBIG employer accounts? How are 13th month pay accruals transferred? Who handles the DOLE employer registration change? What happens to HMO coverage during the transition? Are there AEP implications for any expatriate employees if the employer entity changes?
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